Case Study – M&A and Organzational Design

Project goal

  • Design a comprehensive target operating model that would facilitate and support future growth
  • Lead the mobilizaiton and delivery of a post-merger People & Culture integration workstream. Activities included:
    • Cultural assessment identifying key areas of difference
    • Thematic reviews, e.g., bonus, benefits, policies
    • Workstream design and mobilization
    • Planning for deal completion (Day 1)
    • Design, mobilization and delivery of an integration roadmap
    • Stakeholder / Change management
  • Support the design and delivery of non-integration related HR transformation initiatives

 Initial situation (why did the company approach you?)

  • Lack of experience in operating model and organizational design
  • Lack of experience designing and delivering post-merger integration activities
  • Lack of capacity to focus on integration activities

Procedure (what did you implement?)

  • Operating model designs for the future combined organization
  • High-level organization designs, including resource and selection criteria
  • Day 1 people communications and readiness checklist
  • Post-merger integration roadmap / program plan
  • Holistic portfolio management approach (i.e., transformation as well as integration activities)
  • Detailed implementation plan for all people related activities including implementations support
  • Program governance


  • Accelerated integration due to a structured approach
  • Achievement of plan to time and budget
  • Positive feedback on the engagement and integration activities

Project duration

Financial Services
Company type
Privately (Private Equity) Owned
Company size
Company size: Approx. 800 UK empoyees

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